Organizational Change, Values and Leadership Research Paper

Organizational Change, Values and Leadership - Research Paper Example Organizational change is often necessary to improve the performance of an organization or part of the organization (McNamara, n.d). Organizational values are acceptable beliefs, principles, and practices that govern behavior and actions of employees in an organization (The Teal Trust, n.d; Sources of Insight, 2007). On the hand, leadership is a scenario in which one individual exercises influence over the roles and operations of other individuals with the aim of achieving a common goal (Northouse, 2009). A strong connection exists between organizational change, values, and leadership. Vision and leadership are essential for successful change while change should be considered a core organizational value (Durant, 1999). Current Organizational Issues Organizations face certain issues that may pose challenges to their operations. Change is one of the current issues encountered in organizations. In the event that these organizational changes are encountered, there is need for the companie s to strive to adapt their employees to the new organizational requirements. A change in the organization’s policy, vision, or mission may cause certain challenges to the employees, who in turn must be ready to execute the changes. An organizational change may often lead to a difference in opinions among the employees of the organization. ... Similarly, effective leadership is an essential management tool in enhancing organizational effectiveness. The managers mobilize others to get things done in an organization. They need to acquire skills for peoples’ management through effective training. Literature Review The management of organizations is charged with the responsibility of detecting and responding to these changes accordingly and in good time. The changes affect the organizational objectives as well as the way employees deal with each other (Mowat, 2002). Addressing the issue of change is one of the difficult and yet most important tasks of the managers of an organization (Stichler, 2011). Management of change requires an earlier mitigation of the possible change patterns that are likely to be encountered. These changes can be caused by company growth, diversification leading to introduction of new products, acquisition of modern technology, or entry into new market (Sadler, 1998). It has also been noted that the real task in the management of change is not developing a new idea; the task lies in the implementation of change (Fishman, 1997). The managers have to ensure that the employees adapt to the observed changes and the new strategies to be adopted. Stichler (2011) further asserts that the greatest failure in the management of an organization is to avoid addressing the issues of organizational change with the assumptions that the employees will adapt willingly to the changes. The people constitute the organization and thus change often begins among the people (Brown & Gray, 1995). Values are fundamental beliefs upon which the strength of an organization is built (Business Improvement Architects, 2012). Individuals in