In This Assignment You Analyze The Organization You Assessed

In This Assignment You Analyze The Organization You Assessed In Week

In this assignment, you analyze the organization you assessed in Week 2 and apply leadership theories and approaches to support organizational change that aligns to the organization’s mission and values. You will be measured on how you justify your assessment of the leadership approach. Write at least a 1,050-word paper for your Leadership Styles Rationale. Address the following in your paper: Restate the needed change within the organization. Analyze the various leadership styles you explored in Week 3 in the context of the organizational culture and proposed change.

Justify which leadership style or approach would best support the organizational change. Discuss how this style will support sustainable organizational success. Discuss how this style integrates the organization’s mission and vision. Discuss how this style will increase value for stakeholders.

Paper For Above instruction

Leadership is a pivotal element in organizational change, especially when aligning strategies with a company's mission and vision. In this paper, I analyze the organization assessed in Week 2, restate the needed change, evaluate various leadership styles explored in Week 3 within the context of organizational culture and change, and argue which leadership style best supports sustainable success while aligning with organizational values and stakeholder interests.

Restating the Needed Change

The organization in question is facing a critical need to improve its internal communication channels and foster a culture of greater innovation to remain competitive in a rapidly evolving industry. The current organizational structure and leadership approach have led to silos, delayed decision-making, and a lack of engagement among employees. Therefore, the central change required is to develop a more collaborative leadership environment that encourages open communication, innovation, and shared accountability. This transformation aims to enhance operational efficiency, stimulate creativity, and reinforce the organization's commitment to its mission of delivering high-quality products while adapting swiftly to market changes.

Analyzing Leadership Styles in Context

During Week 3, several leadership styles were examined, including transformational, transactional, servant, situational, and authentic leadership. Each of these styles interacts uniquely with organizational culture and influences change initiatives differently. For example, transformational leadership emphasizes inspiring and motivating employees to transcend their self-interest for the greater good of the organization. This style fosters a climate of innovation and change, directly supporting the needed shift toward collaboration and creativity.

Transactional leadership, with its focus on structured tasks and performance rewards, might promote short-term efficiency but could hinder the organizational culture's evolution toward increased openness and innovation. Servant leadership emphasizes service to others and stakeholder well-being, which might be effective in fostering trust but may require alignment with transformational elements to drive change effectively.

Situational leadership's adaptability allows leaders to modify their approach based on contextual needs, making it valuable in managing change processes. Authentic leadership centers on transparency and integrity, reinforcing trust and ethical standards essential during times of transition.

Analyzing the organizational culture, which values collaboration, transparency, and continuous improvement, suggests that transformational and authentic leadership styles align best with these cultural attributes. Transformational leadership's focus on inspiring shared vision and innovation complements the company's desire for change, whereas authentic leadership's emphasis on honesty and ethical behavior helps solidify trust and commitment essential during organizational transformation.

Justifying the Best Leadership Style

The leadership style most suitable to support the organizational change is transformational leadership. This approach aligns well with the organization's cultural emphasis on innovation and collaboration. Transformational leaders inspire employees by articulating a compelling vision for change, fostering a sense of ownership and engagement among staff members. They encourage creativity, challenge existing paradigms, and promote a culture of continuous learning, which is crucial for implementing new communication channels and fostering innovation.

Transformational leadership also facilitates sustainable success by developing leaders within the organization who can sustain change initiatives beyond initial implementation. By empowering employees and nurturing their personal and professional growth, transformational leaders contribute to a resilient and adaptable organization capable of navigating future challenges.

Supporting Sustainable Organizational Success

This leadership style sustains success through several mechanisms. First, it promotes an environment where innovation and responsiveness to change are embedded in organizational routines. Second, it enhances employee motivation and commitment by aligning individual aspirations with organizational goals, reducing turnover and increasing productivity. Third, transformational leaders emphasize developing a shared vision, which sustains momentum over time despite external and internal challenges.

Furthermore, transformational leadership advocates for ethical practices and social responsibility, reinforcing trust and a positive reputation among stakeholders. These elements collectively contribute to long-term sustainability, ensuring that change efforts are not merely temporary but become ingrained in the organizational culture.

Alignment with Mission and Vision

The organization’s mission centers on delivering innovative solutions to meet customer needs, and its vision emphasizes becoming an industry leader through continuous improvement. Transformational leadership directly supports this mission and vision by inspiring employees to pursue excellence and embrace innovation. Leaders act as change agents, motivating teams to exceed expectations and adopt new practices aligned with organizational aspirations. This alignment ensures that structural and cultural shifts are purpose-driven and strategically coherent, reinforcing the organization’s core identity.

Increasing Stakeholder Value

Adopting transformational leadership enhances stakeholder value by fostering a culture of excellence and responsiveness that benefits customers, employees, shareholders, and the wider community. For customers, it results in higher quality products and improved service delivery. For employees, it creates a motivating work environment that supports personal growth and job satisfaction. Shareholders gain confidence from a resilient, innovative organization capable of sustained profitability and competitive advantage.

Moreover, transparent and authentic communication under transformational leaders fosters trust among stakeholders, promoting sustained engagement and support for ongoing organizational initiatives. Overall, this leadership approach ensures that the organization remains dynamic, ethical, and aligned with stakeholders' evolving expectations.

Conclusion

In conclusion, effectively managing organizational change requires a leadership style that not only inspires and motivates but also aligns with the organization's cultural values and strategic goals. Transformational leadership emerges as the most appropriate choice, as it fosters innovation, collaboration, and sustainable success while reinforcing mission and vision. By leveraging this style, organizations can navigate change more effectively and increase value for all stakeholders involved.

References

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