Super Star Uni Case Study Essay

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The impact of leadership style in the change process of an organization influences the performance; Leadership as stated by Martin, Liao and Campbell (2013) remains one of the most consequential contextual influencers of employee performance. Latson (2014) elucidated that some leaders may have the best intentions, but the impact will not be in alignment with the intension. But leadership trait is the ability to inspire, motivate and engage the followers to make the inspired vision happen beyond their normal capabilities (Mendez, Munoz & Munoz 2013). A change is the most frequent phenomenon of today's reality and a good understanding of how to manage the change process is very essential; Change is translation from one state into
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2014), it is obvious that the change processes that occurred in Arts faculty is different from faculty of Engineering, Architecture and Environmental Sciences (EAES). First and foremost, the Executive Dean of the Arts faculty, Professor Sandy Lots called for meeting with her 300 staffs, briefed them about the new VC’s strategic direction and establishing staff active involvement in designing change plan for the faculty. While on the other hand, the Executive Dean of the Engineering, Professor Anthony Court called for meeting only with executive members of the faculty, which does not show quality of a strategic leader. For an effective change to occur, a strategic leader has a global vision of the organization as a whole in mind, for a long term period and encourages people especially the subordinates to come with new ideas in order to make the desired change possible and request for feedbacks (Nastase 2010). Nastase, Prediţcan and Roiban (2013) states that staff involvement is important in the change process of an organization; employer-employee relationship strategy implemented by the Lady Professor will motivate the entire staff to generate new ideas that will add value to the faculty in particle and SSU at large. Staff engagement has been argued to lead to more satisfied, effective, and healthier staff (Selmer 2013). Engagement was described by Selmer, Jonasson and Lauring (2013) with the words involvement and energy; hence,
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