Leadership and Change Management

Leadership and Change
Management

Table of Contents
INTRODUCTION...........................................................................................................................1
MAINBODY ...................................................................................................................................1
LEADERSHIP ................................................................................................................................1
1.What is inclusive leadership and how is it different from transformational leadership?.........1
2.The key benefits to achieve an inclusive organisational culture described in the article.........2
3.Some of the traits described by the article that an inclusive leader should have:....................2
CHANGE MANAGEMENT ..........................................................................................................3
1.Define resistance to change. Are individuals resistant to all change?.....................................3
2.Examine the case study, was Samsung failure explained by a resistance to change? Provide
examples......................................................................................................................................4
3.Is there a way that Samsung could have prevented their downfall?........................................4
4.Explain and contrast planned and unplanned change management process. .........................5
5.What are the key theories for each approach to change? What are their advantages and
limitations?..................................................................................................................................5
STRATEGY ....................................................................................................................................6
1.Define strategy. .......................................................................................................................6
2.Using Samsung as a case study, explore the strategic positioning of the organisation. .........6
3.What is the Whittington model and how can it be applied to Samsung?.................................6
4.What are the limitations of applying a prescriptive or deliberate approach to strategy? .......7
CONCLUSION ...............................................................................................................................7
REFERENCES................................................................................................................................8

INTRODUCTION
Leadership is the process to develop the organisation value in making their employees or
human resources more compatible towards the particular objectives through the ability of
influencing and making them motivated through the aspect of handling them with providing the
confidence in making them more dedicated towards the particular goals and targets which are
necessary in the formation of organisational missions and vision(Rosenbach, 2018) . Here the
change management deals with the change in the organisation in respect by their external forces
by adapting these changes in more compatible manner organisation will survive for the long
time, This below report is based on case study of Samsung, by considering the topic related with
leadership, change management and strategy.
MAINBODY
LEADERSHIP
1.What is inclusive leadership and how is it different from transformational leadership?
Inclusive leadership style involves with that leaders which are people oriented, having the
great listening ability is that a great listeners, be able to engage into the new talents and by
growing motivational factor in the teams members through interact them with a positive set of
mind which will leads to the organisation welfare as well cause if employees will feel motivated
toward the particular tasks and objectives they will contribute better by their enhance
performances(Western, 2019). The leaders in inclusive leadership are patient, understanding
nature, soft spoken and by having the ability of taking the interest in others with the view to
provide them with confidence and interact with them for the particular activities and goals which
will be set in the organisation here the employee will work according to the influence of their
leaders in inclusive leadership style. The four traits of this leadership is that here the leaders are
having fast approach which deals with the quick decisions in respect of any sudden change in the
organisation, take Action because diversity will be reality but inclusion is a choice, by having the
ability of self aware, and the trust factor which relate with leader trust their people.
Inclusive leadership considered with the team members differences and to be support
their belongingness to facilitates and support each team members contributions rather than
approaching to the collective needs and goals as it central to transformational leadership.
Basically inclusive leadership are different than that of transformational leadership is that
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leadership in transformational are having four kinds which deals with idealized influence,
inspirational motivation, intellectual stimulation and individual consideration, they are relatively
those leaders which are lead by example is that by having the approach of empathy to engage the
followers. They are known for their courage and confidence in respect to built the people
retention while inclusive leadership deals with the patient but quick response towards their goals
which have to be completed within the working of the organisation goals.
2.The key benefits to achieve an inclusive organisational culture described in the article
The benefits to achieve an inclusive organisational culture is that when this leadership
adds a value in making the organisation effective they have to deal with the situation by taking
the decisions in most efficient manner by considering the number of factor like by interacting the
employees with giving them confidence by assisting them through indulge in their activities
which are concern with the objectives of the organisation here are some of the key benefits of the
inclusive organisational culture is that:
Higher job satisfaction:
By inducing the culture related to inclusive leadership will tends to have the benefits of
improving the satisfaction of the employees which will be considered with giving the confidence
of achieving the tasks by inducing them in activities which will be beneficial for them and by
supporting their contribution towards their efforts this will lead to generates the confidence and
employees will feel satisfy with the job as well (Glatthorn and et. Al, 2018) .
Higher productivity:
By adopting the inclusive leadership in the organisation culture this will leads to the
higher productivity due to leaders approach towards their employees in dealing them patiently
but with relevant decision will improving the production capacity of the organisation.
Higher employees morale:
This inclusive organisational culture will going to provide the high morale of the
employees because this aspect deals in giving the priority to their people and employees by
which they will going to improve their performances hence building with high morale by their
leaders.
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