Write a 8 pages paper on transformational leadership skill. The thesis statement for this paper is that ‘leadership functions, organizational performance, and organizational change are all interrelated functions’.
Before going to discuss the relationship between change, leadership, and organizational performance, let us get an overview of organizational change in order to get a better understanding of the relationship. Organizational change refers to those changes that occur in the organization due to the influence of various external and internal forces. Rasing (2010) states, “The key to organizational change and development lies in the understanding of people’s requirements and work towards it”.
External and internal forces of change not only affect organizational policies but also affect the major functions of management. Two of the main external forces of change include competitive environment and technological development. The competitive environment forces organizations to retain the quality of the products and services in order to increase customer retention and satisfaction. Technological development means keeping the technology up to date for the organization in order to remain competitive in the market. On the other hand, internal forces of change are those forces that force the change to occur inside the organization. Some of those changes include a change in employment rules and regulations, change in the working atmosphere, and change regarding employee retention strategies.
Some of the most famous models of change include the Burke Litwin model, the 7-S model, and Mateo’s organizational change model. While implementing any new model of change, there come some barriers which need to be overcome effectively in order to implement the change model. Following are two common barriers which come in the way of implementing an organizational change model in a company:
One of the barriers is the training of employees regarding the use of newly implemented software and technology. Employees’ limited computer awareness results in failure of technological change because it does not always allow an employee to fully absorb the capability of the new application.
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