Week 1 Discussion After Completing The Reading

Week 1 Discussionweek 1 Discussionafter Completing The Reading This We

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: 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 plays a crucial role in how organizations undergo change, particularly in the context of technological transformation. Understanding how senior leaders and managers approach change provides insights into effective organizational strategies, especially when confronting cultural resistance and implementing work processes.

Leadership versus Management in Organizational Change

Effective change management requires clarity in the roles of leadership and management. Leadership is often associated with setting vision, inspiring commitment, and driving innovative change, whereas management focuses on planning, organizing, and controlling resources to achieve specific goals (Northouse, 2018). Senior leaders typically embody transformational qualities—they inspire followers and foster an environment receptive to change. Conversely, senior managers are more involved in operationalizing the change, ensuring adherence to processes, and maintaining stability during transitions.

When considering how these roles influence change in an organization, particularly regarding technological or technical change, the difference in approach becomes evident. Leaders tend to focus on future vision and motivate personnel to embrace new technology despite resistance, emphasizing the importance of cultural shifts. Managers, on the other hand, address the practical aspects—developing detailed implementation plans, training employees, and monitoring progress to ensure that day-to-day operations are maintained without disruption (Kotter, 2012).

Handling Cultural Resistance to Change

Organizational culture often poses significant barriers to change. Resistance to change may stem from fear of job loss, uncertainty, or disruption of established routines. Leaders approach cultural resistance by communicating a compelling vision, fostering trust, and motivating employees to see the benefits of change (Cameron & Green, 2019). Leadership involves inspiring a shared commitment and overcoming skepticism through emotional intelligence and strategic communication.

In contrast, managers tend to address resistance through structured approaches—such as resistance management plans, targeted training, and involvement strategies. Managers focus on the mechanics of change—addressing logistical concerns, clarifying roles, and ensuring compliance. This pragmatic approach aims to minimize resistance by providing clarity and support, which facilitates smoother transitions (Armenakis & Bedeian, 1999).

Implementing Work in Management versus Leadership

Executing work within management involves organizing tasks, allocating resources, and monitoring performance against established standards. It emphasizes efficiency, consistency, and adherence to policies (Fayol, 1949). Managers create workflows, set timelines, and ensure that work outputs meet quality expectations.

Leadership in executing work, however, is more about inspiring and motivating teams to excel, fostering innovation, and adapting to changing circumstances. Leaders encourage autonomy and creative problem-solving within teams, aligning individual efforts with organizational vision. While management ensures work is done correctly, leadership ensures work is meaningful and energizes employees to go beyond minimal compliance (Bass & Riggio, 2006).

In summary, effective organizational change hinges on understanding the distinct yet complementary roles of leadership and management. Leaders drive change by inspiring and shaping organizational culture, particularly in overcoming resistance. Managers operationalize change, focusing on detailed planning and execution. Both functions are essential, especially when navigating the complexities of technological change within organizations.

References

• Armenakis, A. A., & Bedeian, A. G. (1999). organizational change: A review of theory and research in the 1990s. Journal of Management, 25(3), 293-315.
• Bass, B. M., & Riggio, R. E. (2006). Transformational Leadership (2nd ed.). Lawrence Erlbaum Associates.
• Cameron, E., & Green, M. (2019). Making sense of change management: A complete guide to theories and models. Kogan Page.
• Kotter, J. P. (2012). Leading change. Harvard Business Review Press.
• Northouse, P. G. (2018). Leadership: Theory and Practice (8th ed.). SAGE Publications.
• Fayol, H. (1949). General and Industrial Management. Pitman Publishing.