Evolving Exercise

(a) There are typically six assessment methods that we can chose to employ within your role. These are listed below along with examples of when and how they could be implemented:

Transformational leaders encourage group work, as they connect each follower’s identity and self to the project and collective identity of the corporation. They are role models for other staff and this inspires them and makes them

Linda Hill’s article “Becoming the Boss” details several helpful and important ideas for first time leaders and managers to consider. My first overview of the article included thoughts that the article had a somewhat discouraging and negative outlook on new managers. Hill makes the statement throughout the article that the transition into becoming a leader or new manager is often very traumatic and the failures of the new managers are not surprising. After a more detailed review, I understand Hill’s purpose is to share the negative stories of new managers so the reader can use the stories as a learning guide for the transition into the managerial role. After understanding Hill’s purpose, it is easier to

Implementing change in an organization is complicated. It is important that a manager understands their role and responsibilities for which could very well be the success or failure of an organization. A manager should know how to handle staff resistance, and the areas that require change. There are processes that help management with assisting their staff members with adjusting to change and concentrate on the areas of importance. This process includes planning, assessment, implementation, and evaluation. The difference between a failed organization and a successful manager is when the manager has the ability to implement change with little disruption to

Leaders change systems, structures and policies that have not yet been confronted. They hire, promote and develop employees who can implement the vision for change. In addition, they revitalise the process with a new round of projects or change agents.(Cengage Learning AUS, 2015)

The first step is to clearly identify which employees show the greatest potential, next have a clear plan in place for creating and launching its newest plan, and lastly communicating to all employees the expectations in order to ensure the new venture is successful. It is also important and crucial for all employees to buy into the new plan. Having employee buy is easily obtained by explaining the process and benefits to the organization as a whole. Employees that understand and believe in the procedures and duties that they are involved with are more likely to perform, whereas employees that either do not understand or disagree with policies can create turmoil and reduce productivity throughout the business. (C. Linn, 1999-2010).

Strong leadership is needed during times of change. For the proposed change to be successful, a clear vision of the proposed change needs to be

It is critical for leaders to be strong communicators at all times, especially during times of change. During times of change, it is most effective for new leaders to keep staff well informed and create an open environment where individuals can express questions and concerns. Major Ken Morris, a devoted leader in the Salvation Army for twenty-five years, was assigned as the new organizational leader in late 2013 in Lakeland due to his construction credentials (Pera, 2013). As a transactional leader, he leads by rules, procedures, and standards intervening only if they are not met. Major Morris was primarily passive, he focused on the efficiency of operation, and his effectiveness in getting his assigned projects carried out in a

An assessment center will simulate common situations which the candidate will face in his new role and each situation is an effective measure for the required knowledge, skills, and abilities (Terpak, 2008). Moreover, the use of an assessment center will test one fundamental paradigm, either the candidate has the needed knowledge, or he doesn’t (Terpak, 2008).

The last challenge is that there is high employee turnover rate due to poor management in resource allocation which creates an unfavourable work environment. In this situation, the leader can use transformational leadership to change organizational structure. Leaders can perform as role model for followers to trust and respect them through their action. Leaders can also offer support to their followers and reward them for their better performance. In this way, the leaders can overcome the challenges.

As defined by Katzenbach (1995), change leadership is “the process whereby individuals who lead initiatives that influence dozens to hundreds of others to perform differently—and better—by applying multiple leadership and change approaches.” Leadership alone is defined as setting a direction and developing the strategies necessary to move in that direction – that is, creating and achieving a vision – leadership is thus a process to do with change (Kotter 1999). Change leadership is critically important to the continuing success of organizations everywhere. Tennant Company understands and invests in change leadership by employing a Sr. Organization Development Manager named Annelise Larson, M.B.A. whose efforts includes setting direction, developing strategies, and leading initiatives through organizational change efforts. An interview was conducted with Annelise Larson to discuss and learn about her change leadership abilities. For the purposes of this paper, the interview questions will be shared, a summary will be provided, and five recommendations are made for Annelise Larson as a change leader.

In order to move forward and keep ahead, I believe an organization need change leaders who have capabilities to have their workforce go from change avoidance to change acceptance. “One of the most significant strengths of an effective leader is the ability to create a positive work climate where people are energized to do their best work, free of unnecessary distractions” (Cronkite, n.d.). During this part of the change process I feel the change leader would have better success if he would be tactful and harness the skills of others by working in a collaborative rather than hierarchical way. Leadership in an organization involves instilling motivation and enthusiasm in the employees. An effective leader knows how to manage and tackle difficult situations and people. Many reasons can cause a force of change in organizations but I feel it’s up to change leaders to manage these planned and unexpected changes. (Word count: 548)

The acclimation into an organization can be a challenging process, yet a rewarding opportunity for companies that understand the importance of onboarding. Onboarding is more than a new employee orientation. It should consist of several processes, which acclimates the new employee into the culture and environment of the organization to ensure a successful transition. “Socialization can be conceptualized into a process of three stages: pre-arrival, encounter and metamorphosis” DeCenzo, D. A., & Robbins, S. P. (2013).This paper will focus on how a senior mechanical engineer will ascend into the position and culture of Charlotte Mecklenburg Schools (CMS).

Many bosses both young and elderly can attest to the fact that their first experiences weren 't welcoming immediately after they assumed their new positions in among the most sensitive offices within a given organization. The journey to the leadership of every boss originates from different occasions which culminate to various challenges in the process. For instance, some professionals become managers through promotion as an appreciation of their good performance in their previous positions within the organization. Others become managers through a recruitment process for the top positions of any organization seeking to replace their former fired, resigned, promoted, transferred or dead bosses newly from outside the enterprises (Beach,

The initial onboarding process to any new business or job is a very important first impression of what to expect from an organization as a new employee. The onboarding process is one effective way an organization can ensure success from a new hire by assisting those employees with adapting to their new organizational culture and co-workers. The onboarding process will also give new employees a better understanding of policies, procedures, safety information, access to resources, and what’s expected from them as new employees. Managers have an important role to play in the onboarding process as well. By ensuring new hires receive a thorough onboard, mangers can build professional relationships to ensure employees stay with the