Purpose Of Assessment Analyze The Organization You Ass ✓ Solved

Purpose of Assessment Analyze the Organization You Ass

Analyze the organization you assessed in Week 2. 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 a 700- to 1050-word paper for your Leadership Styles Rationale. In your paper, complete the following:

• 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.

Attached is Week 1-3 for all the info needed for this assignment.

Paper For Above Instructions

In today's rapidly changing business environment, organizations must adapt to remain competitive and relevant. One such case is the organization we assessed in Week 2, which finds itself at a critical juncture requiring significant change to address internal and external challenges. This analysis will delve into the necessary changes, examine various leadership styles, justify the most suitable approach, and highlight how this chosen style aligns with the organization's mission, vision, and stakeholder value creation.

Restating the Needed Change

The organization has identified a pressing need to improve its operational efficiency and enhance employee engagement. Market research indicates that the current processes are outdated, leading to delays in decision-making and reduced employee morale. To address these issues, a transformation initiative focusing on agile practices, employee empowerment, and customer-centricity is essential. The goal is to create a more adaptive organization capable of responding swiftly to market demands while fostering a culture of innovation.

Analyzing Leadership Styles

In Week 3, we explored several leadership styles, including transformational, transactional, servant, and situational leadership. Each style offers unique benefits and challenges, particularly in relation to organizational culture. For instance:

• Transformational Leadership: This approach focuses on inspiring change and motivating employees through a shared vision. It fosters a culture of trust and promotes creativity, which is critical in driving innovation.
• Transactional Leadership: While effective in structured environments, it may stifle creativity due to its rigid reward and punishment system. This style may not suit the current situation where flexibility is vital.
• Servant Leadership: This style emphasizes serving others, enhancing employee satisfaction and engagement. It aligns well with a culture that values collaboration and mutual respect.
• Situational Leadership: This flexible style adapts to the specific needs of followers and tasks. It is effective in diverse environments but may lack consistency in vision.

Justification of the Chosen Leadership Style

After careful consideration, transformational leadership emerges as the most appropriate approach to support the organizational change. This style aligns with the need for innovation and employee engagement, essential for a successful transformation. By emphasizing a shared vision and nurturing an environment of creativity, transformational leaders can cultivate a workforce that feels valued and empowered.

Supporting Sustainable Organizational Success

Transformational leadership not only facilitates immediate changes but also supports sustainable success by embedding innovation into the organizational culture. Leaders who adopt this approach encourage continuous learning and adaptation, essential in maintaining competitiveness. Moreover, by fostering strong relationships and trust among employees, transformational leaders create a supportive environment conducive to long-term success.

Integration with Mission and Vision

The chosen leadership style seamlessly integrates with the organization's mission and vision. For instance, if the organization's mission emphasizes innovation and customer satisfaction, transformational leaders can inspire teams to prioritize these aspects in their work. This alignment ensures that employees remain focused on fulfilling the organizational goals while contributing to a positive work environment.

Increasing Value for Stakeholders

Finally, transformational leadership can significantly increase value for stakeholders. By empowering employees and promoting a culture of involvement and feedback, organizations can enhance operational efficiency and service quality. This increase in performance not only leads to higher customer satisfaction but also attracts and retains talent, contributing to a stronger bottom line. Engaged employees are more likely to advocate for the organization, consequently enhancing its reputation in the market and building stronger stakeholder relationships.

Conclusion

In conclusion, the organization analyzed requires a robust leadership approach to navigate its transformation successfully. Transformational leadership stands out as the most effective style to foster the necessary cultural change, support sustainable success, and align with the organization's mission and vision. By focusing on empowering employees and creating an innovative environment, the organization can unlock the potential for enhanced stakeholder value and long-term sustainability.

References

• Burns, J. M. (1978). Leadership. New York: Harper & Row.
• Kotter, J. P. (1996). Leading Change. Boston: Harvard Business Review Press.
• Northouse, P. G. (2018). Leadership: Theory and Practice. Sage Publications.
• Greenleaf, R. K. (1977). Servant Leadership: A Journey into the Nature of Legitimate Power and Greatness. Paulist Press.
• Goleman, D. (2000). Leadership that Gets Results. Harvard Business Review.
• Hersey, P., & Blanchard, K. H. (1982). Management of Organizational Behavior: Utilizing Human Resources. Prentice-Hall.
• Robinson, S. P., & Judge, T. A. (2013). Organizational Behavior. Pearson.
• Bass, B. M. (1985). Leadership and Performance Beyond Expectations. Free Press.
• Yukl, G. (2010). Leadership in Organizations. Pearson.
• Kirkpatrick, S. A., & Locke, E. A. (1991). Leadership: Do Traits Matter? Executive.