The Role Of Leadership Style Of Change

The healthcare field is constantly changing and frequent practices and procedures are reviewed and updated based on evidence-based practice (EBP). Research and EBP guides us in identifying areas that need improvement or revision. Whether it be new practices, procedures, protocols, or equipment, nurses are expected to be able to adapt to change. At Sacred Heart hospital, a new intravenous pump (IVP) will be introduced hospital-wide. The purpose of this paper is to describe what leadership style, change theory, and collaborative practice will be utilized in implementing the new IVP and how healthcare economics plays a role in its implementation.

Leadership is critical when executing a strategic change initiative. By differentiating leadership and management, leadership styles and the key factors of change we can better understand what should be done to successfully lead change. Success is not obtained through leadership alone but by developing a group of individuals from all levels of the organization who work together as a team. . (Leban and Stone, 2007)

Scholars have not agreed on which change model is best to implement within an organization. All change theories must consider the diverse population and the type of leadership style of the leader who will lead the change. This paper discusses several foundational theories of change. Next, the essay discusses how effective the change models would be working with a diverse population. Last, the paper explores different leadership styles along with the authors leadership style and how those styles work with the different change theories.

Raymond, I appreciate your perspective on our week one reading assignment. I agree with your opening point, no one is exempt from change. Tom Peters stated, we either “change or die” (Jick, T. & Peiperl, M., 2011, p. xix). This point is further exacerbated by the concept that in order to change, each person likely needs to reassess their view of the world and be open to a new perspective. As you noted, one challenge that exists is that an organization has to overcome each employee’s mindset of the situation at hand. “The mindset represents a shared way of thinking and behaving within an organization” (Jick, T. & Peiperl, M., 2011, p. 39). This then begs the question, if you can implement the changes, why do some changes stick and others

Leading and managing change require a solid theoretical foundation. This assignment will research the theoretical elements of change and change management. Addressed will be the following: Organic Evolution of Change, Formulating Strategic Development Approaches, Leadership and Management Skills and Gathering and Analyze Data. As societies continue to evolve and changing demand creates the need for new products and services, businesses often are forced to make changes to stay competitive. The businesses that continue to survive and even thrive are usually the ones that most readily adapt to change. A variety of factors can cause a business to reevaluate its methods of operation. According to literature from the past two

According to Greek philosopher Heraclitus (2009), “Change is the only constant”. Understanding that change is going to happen and how to deal with the change is essential for all leaders. John Kotter reviews an eight-stage process for creating major change in his book, Leading Change. Understanding the difference between leading and managing is crucial for this process to have success. When one leads, instead of manages, change takes place.

Week 3, the lecture on Managing Change describes organizational changes that occur when a company makes a shift from its current state to some preferred future state. Managing organizational change is the process of planning and implementing change in organizations in such a way as to decrease employee resistance and cost to the organization while concurrently expanding the effectiveness of the change effort. Today's business environment requires companies to undergo changes almost constantly if they are to remain competitive. Students of organizational change identify areas of change in order to analyze them. A manager trying to implement a change, no matter how small, should expect to encounter some resistance from within the organization.

Change management within an organization can be difficult, many employees will be reluctant or outright belligerent towards any change to their status quo. Kotter’s technique aims to transform a controversial or radial change, into a positive outcome for employees and employers. The 8 Step Change Model involves:

The purpose of this paper is to discuss organizational change and the management of that change. I will talk about the different drivers of change, the factors a leader needs to weigh to implement change effectively, the various resistances a leader may encounter while trying to implement change, and how various leadership styles will effect the realization of change. I will also discuss the knowledge I have gained through the completion of this assignment and how I think it might affect the way I manage change in my workplace.

Gene One is a biotechnology company that has had success with engineering foods that are disease free and grow at increased rates. Vegetables such as tomatoes and potatoes have been grown without the use of pesticides and other harmful chemicals. These breakthroughs have changed Gene One from a $2 million start-up company into a $400 million company on the verge of going public. The original members of Gene One are challenged with organizing the company and preparing it for an initial public offering (IPO) on Wall Street.

In order to examine this issue further, this research will look at a number of different sources. Contemporary managerial sources are explored in order to understand how other voices in the field are describing similar methods for change. First, popular structures for change management are examined, especially within their correlation to Palmer & Dunford (2009). This is followed with an extensive

1.1 Change management is described by Armstrong (1) as “the process of achieving the smooth implementation of change by planning and introducing it systematically taking into account the likelihood of it being resisted”. Change, the fundamental constant in any successful organisation, can be adaptive, reconstructive, revolutionary or evolutionary and can happen for a number of diverse reasons:

Changes are necessary elements to everyday life which help us to learn and grow. For an organization it is very similar, and changes are often introduced to make processes run smoother. A lack of change could lead to an organization to stagnate and fall behind in competition. Most successful organizations go through some form of constant change in order stay ahead of competition and innovation. According to Dr. Judith Wright, obstacles and challenges are to be expected when a change initiative is proposed. However, we need to take charge and emphasize the purpose of the change in order to explain the risks and benefits (Dr. Jud Youtube). Dr. Wright further mentions that in order to steer towards success, it is often necessary to explore the unknown as it may lead to something fulfilling. In terms of an organization, it may mean motivating the labor force which leads to better work ethics and ultimately profit. It is important to mention that we should never try to make change for the sake of change, because a change without purpose will almost always fail causing a waste of valuable time and resources for an organization.

Change is an integral part of modern life; whether it is exercised within an individual, group or institutional capacity. Change – in the context of organization – refers to the processes or initiatives that constitute a deviation or adjustment in the way with which operations within an organization are conducted. It, therefore, implies that organizational change management and personal change management are an intertwined discipline. Therefore, is change a one-time, mutually specific event or is it a continuous operative function that constitutes the broad managerial function in the business?

The desperate call-to-arms, "Change or Die"— which can be heard echoing down the corridors of businesses everywhere — is evidence that leaders have recognised the need to change. Managers know that companies must be fast, flexible, responsive, resilient, and creative to survive. Most also know that current mind-sets, techniques, and tools are ineffective for creating such an organisation. These people are displaying the talents required to successfully negotiate change. They are aware of the limitations around or within themselves and are willing to learn the necessary skills required to succeed as change managers.