Leadership and Organizational Change: A Review of the Literature

The provided content discusses the importance of leadership and change management in various organizational contexts. The articles highlight the role of transformational leaders, change leadership, and commitment to change in fostering creativity and achieving strategic results. Additionally, the impact of leadership and change management strategies on organizational culture and individual acceptance of change is explored. Moreover, the significance of ethical conduct and employee involvement during organizational change is emphasized.

Leadership and Management

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................1
TASK...............................................................................................................................................1
ADAPTIVE LEADERSHIP.......................................................................................................1
Leadership Style:.........................................................................................................................5
Leadership theories:....................................................................................................................7
Communication:-.........................................................................................................................9
Conflict :-..................................................................................................................................11
Change management model :-...................................................................................................12
CONCLUSION..............................................................................................................................14
REFERENCES..............................................................................................................................15

INTRODUCTION
Now a days every organisation is familiar with these two words leadership and
management. The management of company should be done in a way that every employees in the
organisation should know their responsibility to achieve the goals on time of the organisation.
On the other side leadership playing a important role in a group of person to guide them
regarding their work or to control the authority in a leadership way (Kavanagh and Ashkanasy,
2006). If any organisation the leadership is not there then who will guide to the employees to do
their work on time. Leadership is paly a important role in Tamkeen organisation in this every
employee in every department appoints a adaptive leadership to face all the challenges, problems
etc. to guide the employees and to give them a suggestive answer to fulfil the goals of the
organisation. The term which is used here the adaptive leadership is most important term in the
point view of the organisation. This term basically refers to the responsibility of a leader to
guide, to control the department, to give them right track of work in a essential way etc. in the
organisation. The adaptive leadership is the practice of mobilising the people to tackle the
challenges and thrive(successfully). If the challenges are faced by the people in the organisation
then they will become successful regarding their work and which will give benefit to companies
to achieve the goals on time (Beck and Cowan, 2014). In our ancestors, the process of adaptive
leadership with a changes of new possibilities and challenge them has continued to get successful
in these challenges. In the organisation, the leader has to report everything to the manager on
time to time about their work that kind of challenges they handling every day and how they are
facing them to get successful in that organisation.
TASK
ADAPTIVE LEADERSHIP
It is kind of leadership which practices the mobilizing of people who tackle in the
difficult challenges and to solve them in a thrive way to get good ideas regarding them. The large
number of people are gathering together brought new needs which governing the large
organisation and communities. This help in the growth, variation in scope, structure,
coordination of political and commercial enterprises (Beck and Cowan, 2014). The successfully
adaption has a three characteristics. Firstly, it preserve the DNA essential for the species'
continued survival. Secondly, it regulates or rearranges the DNA that no longer serves the
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species' current needs. Thirdly, it creates the new arrangement of DNA to give the species to
ability the flourish in new way and in new challenging environment.
There are some analogy for an suggest of adaptive leadership in the tamkeen
organisation which are as.
 Adaptive leadership is specifically about changes that enables the capacity to thrive: The
leadership is to mobilize the new environment and new dreams demand with the new
strategy and abilities. These new variation and combination help the organization in the
thrive under the new challenges circumstances. The thriving in the organisation is mean
that propagating the operating in the particular context. On the other side in business, it
includes the value of long term and short term shareholder value but there are exceptional
to customer services,high workforce morale, positive social and environment impact.
Thus adaptive success in an organisational sense requires a good leadership which can
increase the value of shareholder (von Rosenstiel, 2006).
 Successful adaptive changes build on the past rather than jettison(throw or drop) it: the
most effective leadership anchors changes in values, strategic orientation etc. that endure
in the organisation. Successful adaptive changes are create on the basis of past ideas
rather than to throw them because it will helpful for the organization to create new ideas
from them.
 Adaption takes time: In Tamkeen organization when there is suddenly changes in the
adoption of new technologies then the organisation needs time to adopt these
technologies. The significantly changes is the product of incremental experiments that
build up over time and this slowly changes in the culture. In biological adoption, it
greatly enhances the species have a capacity to thrive unfold over thousand of years even
millions of year.
 New adaption significantly displaces, re-regulate and rearrange some old DNA: when
leadership adapt a new challenges it generates a greater losses. If some people are giving
any new ideas then it can cause other person to feel incompetent, irrelevant etc. so that
many people cannot rearranged. Leadership requires a diagnostic ability to recognise the
losses and operate them in a individual and systematic level (Jackson and Parry, 2011).
 Organization adaption occurs through the experimentation: In the organisation, adaption
takes places while the experimentation is done. Those seeking to lead adoptive changes
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need an experimental mind-set. In Tamkeen organisation so many experiments are done
and the on the basis of this adoption of new technologies takes place.
Distinguish Technical problems from adaptive challenges :-
There is a most common failure in leadership is produced by adapting challenges and if
they are the technical problems. Now a days technical problems are critical important and
complex because they have a know solution that can be implemented by current know-how.
Adaptive challenges can be addressed through people priorities, habits, beliefs etc. The
distinguish between technical problems and adaptive challenges can be explain as when new
challenge take at a work it does not arrive with a big stamped on it. Most of the problems come
mixed, the technical and adaptive elements arrived together. There are kinds of challenges which
are technical, technical and adaptive, adaptive. The problem definition regarding technical is
clear and their solution are also clear but the locus of work should be done by the authority. In
technical and adaptive the problem definition is clear but the solution need learning and the work
should be done by the authority and stakeholders (McNamara, 2010). In last, adaptive, in this
problem definition requires a learning to provide the solution and the work should be done by the
stakeholders. In corporate world, adaptive challenges has a significant technical aspects, when
company merge with other companies or acquisition make the significant. While doing all this
technical problem has a great issue. The company is able to merge only some of the basic
technology and communication system, which made the easier for the company without any
treating any problems and helpful in ways of doing business. The one of the client of the
organisation leads in a global technological product, these companies are trying to adapt as they
struggle to moved from the transitional based environment, where product are sold, in a
relationship environment, where solution are offered on a mutual understanding trust. A key to
leadership, they should have diagnostic capacity to find out the losses in a changing situation,
status, identity, community etc.. Adaptive leadership almost put the employees in the managing,
assigning the context losses so that people can move from losses to new place.
Distinguish Leadership from the Authority.
Leadership are the different from the authority, because the assign the different task in a
technical or in a adaptive way. In authority regarding technical problem are definition and
solutions are also definite and the leadership should identify the adaptive challenges and frame
the key questions and issues regarding that problem. Second task is protection, authority should
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protect the technical issue from the external factors and disclose to the leadership about that
factors that while doing the work they can handle the issues. Thirdly, order, it contains three
parts that is orientation, conflicts and norms. In orientation the authority should know about their
role in the task of technical issues and is resists in the leadership that people can quickly set in
the new roles. On the other side in conflicts, in technical issue the conflicts should be restore and
in the leadership the conflicts should expose it or to emerge it (Harding, 2010). Lastly, Norms, in
technical issue the authority should maintain the norms and the leadership should challenge the
norms or let them be challenge by the authority. The conflating between the leadership and
authority is an old and understandable. By practising adaptive leadership beyond authoritative
management it can help in the organisation, societies, communities to make progress on its most
difficult challenges.
Living in the disequilibrium
In order to practice the adaptive leadership, the company should help the people in the
expandable of the time, what is essential for them or what is not and provide the solution with
experiments of adaptive challenges (Herold and et.al., 2008). The living of disequilibrium can be
catalyse from the frustration of people, conflicts, confusion or from fear to loss something.
Consequently, when company is practising on the adaptive leadership, distinctive skills and
insights are necessary to deal with the mass of energies. The company is able to do two things
that is the first one is the employees should be manage with the environment and second one is
help those people who are tolerating from this comfort from which they are experiencing. The
employees of the company should leave into the disequilibrium. Collective and individual
disequilibrium is a by product generated. Of course organisation and individual have likely to
stay in comfort zone. When a people raise difficult issue or conflicts regarding the work then
employees take out them from their comfort and raise a lot of heat. This is tricky business for
the organisation to handle these problems (Orr and et.al., 2008).
Observation, Interpret, Intervention
Adaptive leadership is an iterative process which involving the three key activities that is:
Observation in this the company should observe all the patterns and events which are around by
the company. In the organisation two people observing the same event or situation see different
things depending on their previous experience and unique perspectives. It is an highly subjective
activity for the companies (Griffith‐Cooper and King, 2007). In exercising the adaptive
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leadership, the goal should be observe by the objective possible. In interpretation, the goals of
the company should be interpret with the organisation goals. The interpretation can be on
hypothesis bases that is may be negative or positive hypothesis arises with the interpretation. In
last intervention, if the organisation made interpretation of the problem in the dynamic then
company will hire the person to give the solution about that problem. At this time, practice
designing the intervention that will relates to the outside the comfort zone. Strengthening the
ability to design intervention is the practice to work out of the comfort zone. But it is a vital
component effectively leadership to work with a comfort zone (Barker, 2006).
Leadership Style:
There are so many leadership approaches to leadership as there are leaders. These approaches
can be help to the company to building awareness to understand of different leaders and how
they behave in the particular situation. It also helps to analyses the best approaches for the
leadership styles. There are following approaches to understand the different style of a leader:
Laissez-faire: This approach is based on the trust between the leader and their
subordinates. It is also known as the free-Rein leadership style (Kavanagh and Ashkanasy,
2006). In this approach the leader identify and define the goals, policies, programmes and the
boundaries for the action. In this concept the leader of the company like managers and the CEO
of a company is given the full freedom to perform their job. In this leadership style the leader
maintain the good relations with the outside parties and bring in the data and information to their
subordinate which is required to attain their individual targets. This styles helps to the
subordinate to perform their jobs independently. This style is beneficial if the group of the
members are highly skilled and capable to accomplish their targets.
Autocratic: The autocratic leadership style allows managers of the company to make their
decisions alone. The leaders possess total authority in their hands and try to maintain the
discipline more effectively. The leaders have proper control over the group. These leaders are
rarely trusted the suggestion of their subordinate. This style can be beneficial in various
situations where the decision are to be taken quickly. Because participation in the decision
making can delay to make the important decisions. If the job performance of the employees are
not match with the standards, autocratic leaders can be required to change this behaviour of the
employees. It helps to the subordinate to focus on their specific task without worrying about the
decisions. So that the task can be performed very well by the member of the group. There are
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few disadvantage of this style. Subordinate can demotivate due to lack of participation in the
decision making process. Another disadvantage is that the leader style are often viewed as bossy,
dictatorial and controlling the overall process of the group (von Rosenstiel, 2006).
Participative: This is one of the most common leadership style which is used by the
various companies. In this approach the leader of the group are allow to their subordinate to
participate in the decision making process. In this style the member of the group are free to
sharing their ideas, suggestion to the betterment to the organization. It can leads to increase the
motivation of the group members. A motivated employees can improve their performance and
productivity of the employees. Which can enhance the morale of the employees which is good
both the corporation and the employees as well. If the subordinate can participate in the decision
making which can leads to increase the job satisfaction within the employees. There are various
disadvantage of this style. This leadership style can make a decision process slow. So that a
opportunity can be attain by the company (Jackson and Parry, 2011). Another important issue in
this style is that is the leader can involve more person the information and data can be shared
outside form the group. It can adverse impact on the performance and goals of the company.
Transactional: It is another approach involves motivating and directing their subordinate.
The power which help by the leaders comes from the formal authority, roles and responsibility
within the organization. The main goals of the member of the group is following the instruction
of their leader. In this approach there are the formal structure towards the motivation and
rewards. This leadership is depends on the self motivated employees who are worked in a
structured way. This approaches is used specially in the military and CEOs of the large
multinational companies. This is more on the short goals of the company. There are various pros
and cons of this type of leadership style. The advantage of this style is that the rewards those
who are motivated by self. There are the formal structured which should be followed by the
company. It can helps to attain the short term goals and targets in more convenient manner. The
rewards and penalties are clearly defines by the company. On the other hand the employees can
use their creativity to attain the goals and objective. The benefit of this leadership style is that the
goals, policies, roles and responsibility are clearly define by the company. It can help to attain
the organization goals of the company (McNamara, 2010).
Transformational: High performance at work place has become more important for the
business. Therefore the responsibility of the business leader in the modern organization more
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significant. This is new approach of the leadership style which is fit in today complex and very
competitive environment. This leadership is found at all level of the corporation. These level
includes teams, department, functional division and the organization as a whole. These leaders
are more visionary, daring, freedom, inspirational, more risk taker. There personality are
charismatic which help to influence their subordinate to follow their leader. It is important that
charisma alone is not sufficient to attain the goals and objective of the company. For bringing
transformation change in the Company the four factors are important for the company.
Inspirational motivation in the staff member of the company, intellectual stimulation, idealized
influence and individual consideration.
Therefore Tamkeen Organization requires that transformation leadership style is help to
them to meet the current and future challenges. Because the current environment is uncertain and
global turbulence and also organizational instability which create a serious problem for the NGO.
Leadership theories:
There are various theories which define the leader the most. There are the following
theories which tells how the community leaders are behave and trait in the particular situation.
Great man theory of leadership: This approach is tells that leadership is inherent. It assert that
leaders or great leaders in particular are borne not, made. There are various characteristics like
charm, commanding personality, courage, intelligence, persuasiveness, judgement, risk taker,
and bolt to take a decision. These qualities are carried from one generation to another generation.
It is said that history is nothing but the biographies of great men and women. They were the ones
who made history. They were great leaders of their time (Harding, 2010). It is contended that
such men would have become leaders in any case because they were inherently endowed with
leadership traits and skills. These leaders are not trained and did not acquires these qualities from
others. there was something in their anatomy, physiology and personality which marked them
out from the common mass of mortals. They had an instinctive urge to assume leadership and
had an inborn will to achieve greatness and success. People turned to them instinctively for
inspiration, solace and support. Therefore Tamkeen Organization requires that their leaders can
to be born and which can work for the society to empower them.
Trait theory: This is another theory of leadership. This is a modification of the great man
theory. This theory argues that the leadership qualities can be acquired. This theory sates that
there are few identified qualities and unique characteristics which can be acquired through
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training and practice. There are the following unique qualities which can be learned by an
individual of Tamkeen Organization:
Intelligence: Intelligence is require to understand the actual context and content to the function
and position of an leader. So that he can grasp the dramatic in the environment both internal and
external.
Personality: There are internal personalities mark as good leader (Orr and et.al., 2008). These
qualities includes emotional stability and maturity, self motivation, self confidence, optimism
and other qualities which differentiate the good leader from others.
Visionary: It is important for the Tamkeen Organization that the leader of the NGO must be
visionary toward to solving the various issues the human rights, human policies in the different
organization and sustainable development in the company. So that the NGO can attain their long
term goals and objective in a much better way.
Team building: It is one of the essential qualities in the great leaders. Because it is not sufficient
to lead a team, the coordination and team work is also important to achieve something for their
team.
Contingency theory: Contingency theory are a part or class of behavioural theory. he
concept of Tamkeen organisation which affect the the group performance and psychological
orientation which is based on the demand imposed on the situation. The theory has been
structured. It is the different style of the leadership which is exactly to the needs according to
situation.
Fielder's – it is earliest theory and most extensively researched. It effects on the performance on
the group as on atmosphere, task structure and position. Tamkeen describe the performance and
the mixture of two factors such as leadership style and situational favourable and it effects the
result of relation between the style and character of the environment in which the manager works
on the cited firm. The leadership style is defined by rating the leaders work and their
performance. The scale and measurement of performance in the following sectors:
 Friendly
 cooperative
 supportive
 guarded
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the leader who perform and scores high with the relation. Leader likes to build the relation with
the employees. To avoid conflict the communication and the relationship is necessary. Leader of
the Tamkeen organisation is interested to assign duties and get the work . The leader has the
favourable situation because it focuses on the relationship. The situation is based on decision
making.
Situational theory: the effect of leadership is contingent on the leaders ability and to
modify the management and the behaviour among the employees of Tamkeen organisation. It is
based upon the mixture of directive and supportive. It is wholly based on Hersey and Blanchard
as follows Telling, selling, is the leader which demonstrate
Path goal theory: This is another important theory of leadership (Griffith‐Cooper and
King, 2007). This theory based on that the leader can influence the performance, satisfaction
level and motivation of their subordinate by the following points:
 Offering attractive rewards for attaining their goals and targets,
 Clarifying path and plan for their goals and objectives,
 Removing barriers to performance.
There are four different leadership style depending on the following situation.
Directive leadership: In this style the leader provide guidelines, to their subordinate, and
establish performance standards for them and maintain and control the behaviour if the
performance with the standards.
Supportive leadership: In this style the leaders are more friendly towards their member and
followers and shows their personal concerns for their needs, and well being. This style is called
the people oriented.
Participative leadership: In this style the leader of the team are taking the suggestion from their
subordinate and also participate them in the decision making process. The advantage of this
approach is to resolve a conflict easily by the company (Barker, 2006).
Achievement oriented leadership: In this style the leader set the challenges for their team.
Because the leader is confident about the capabilities and skills of their team members.
Communication:-
Communication is the process by which they have to transmit the proper information
from one person to another whether verbally or non verbally. Effective communication will
easily done by the employees of Tamkeen organisation so that they can provide the correct and
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the better information or the data that they can easily understood the meaning of the sender and
perceived the meaning of the receiver. The members of Tamkeen organisation have to use the
proper skills so that they require to do the effective communication so that they can resolve the
conflict. In the process of communication it classified into three parts that is oral, written and non
verbal (Herold and et.al., 2008). Non verbal communication skills include the posture,
appearance, head and hand movements. Along with this facial expressions also includes in this.
Tamkeen organisation have to follow the proper process of the communication so that they can
not face any problems. Process is that the sender send the information or the data or message it is
received by the receiver through the channel then the feedback of that message send by the
receiver to their sender so that the proper process can be made and by that they can not face any
issue or the conflict by that company can attain the success. Sometimes miscommunication can
also occur in the entity while sending the message or sharing any information. Sometime timing
is not proper and the sender have to use the proper style. Receiver perceived the unclear purpose
or the message and can not follow the proper structure with the offensive tone.
Leadership communication is that process of the conversation by which they can control
and do the purposeful transfer of the meaning so that they can influence the leaders in the single
person, group or community. This communication is used by the leader and having a full of
range that the employees have to use the proper skills and resources so that they can overcome
and also to create and have to deliver the message so that they can provide the proper guidance
and also motivate and encourage others to take the correct action. Tamkeen organisation have to
provide the training to their members so that they can improve the skills and also to develop the
strategy so that they can attain the success (Anderson and Anderson, 2010). The company
members have to do the work in a team or group and conduct the meetings time to time so that
they can not face any problem. They have to make the proper relations from the employees and
the employers which helps in the improvement and by this company can do the improvements in
the performance and also have to change the process of the communication if necessary. The
staff members of Tamkeen organisation having a proper command on the language and always
speak with the confidence. Along with this they have to do the work with the different ways and
attain the better results. This leadership communication depends on the ability of the project
which creates the positive image whether it is inside the entity or outside the company. The
workers of the company have to do the proper appeal which is persuasive and it divides into
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three parts that is logos, ethos and pathos. Logo is the appeal which is based on the logic of the
argument. Ethos is the appeal based on the character of the speaker or writer. Pathos is that
appeal which is based on the emotions. They have to follow the proper process and the structure
and by that government give the proper support on the basis of finance.
In Tamkeen organisation, employees have to do the proper communication so that they
can not face any problem and by that they can attain the success in the market (Leary, 2011).
Conflict :-
In the entity conflict will arise among the employees, managers and workers. Conflict is
that they have to do the proper struggle between two interdependent parties that they have to
perceive the incompatible goals so that they can achieve the targets and goals. It is that process in
which one party perceive the interest which are being opposed and also negatively affect by the
another party. Tamkeen organisation have to manage the conflict and for this they are having the
proper process. They have to divide the classification which includes the duration, scale, context,
motivation and the conflict parties by using the violence. The conflict management of Tamkeen
organisation includes the five dimensions that is structural dimension, instrumental dimension,
dimension of interest, dimension of value and personal dimension. This process having the many
consequences which includes violence, public disorder, distrust of local authorities. By these
company can make the proper decisions so that they can attain the success in the competitive
market and can resolve the conflict from the employees and employers (Hechanova and
Cementina-Olpoc, 2013).
Tamkeen management have to manage the conflict at the different level and at every
department. At the top level, company have to focus on the negotiation of the high level. They
have to emphasise the cease fire and also led by highly visible and also having a single
personality mediator. At the middle level managers, they have to attend the workshop so that
they have to do the problem solving. They have to attend the training the resolution of the
conflict. The company members have to peace the commissions. At the grass roots level, the
company members have to take the commission on the local peace. Along with this they have to
provide the training so that they can do the better work. Further they have to reduce the prejudice
so that they can not face any problem and do the proper work so in the organisation conflict can
not arise. There is one model which Tamkeen organisation have to use to resolve the conflict
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which is given by Thomas Kilmann which includes five steps that is competing, collaborating,
compromising, avoiding and accommodating (Sharif and Scandura, 2014).
 Competing is the assertive and uncooperative and also having a power oriented mode.
The every employee in the company have to pursue his own concern at the other expense.
 Collaborating is the both assertive and cooperative. The company members have to
attempt the work so that the other person can find the solution to resolve the conflict so
that they can fully satisfied.
Compromising means that the staff members of Tamkeen organisation have to split the
difference. Along with this they have to exchange the concessions. Along with this they
have to seek the position which is ground middle. In this solutions are acceptable that
they are partially satisfy both the parties. They have to address the issue more directly so
that they can avoid the situation.
 Avoiding is that they are unassertive and uncooperative. In the company the every single
person so that they not pursue with the own concern and also with the other person. The
person of the company does not address the conflict.
 Accommodating is that which is unassertive and cooperative and this is opposite of
competing. In the company each and every person that they have to neglects his or her
own concerns of the other person. They are having the self sacrifice (Bolden and Gosling,
2006).
In Tamkeen Organisation, the employees having the skills by which they can mange or
resolve the conflict. First they have to create and maintain a bond and also even with your
adversary. Second, they have to establish a dialogue and negotiate. Third, they have to give the
suggestions so that they can resolve. Fourth, is company has to identify the cause of the conflict
so that managers and the employees can manage the conflict. The company members have to use
the law of reciprocity. Along with this the last step is that they have to maintain the positive
relationship that conflict can not occur.
Change management model :-
Tamkeen organisation have to use the model which helps in changing management. The
company having the crucial task that they have to manage the change and have to do the
successful so that they can done the variations which depends on the nature of the business, the
change and the people involved. Along with this they are having the key parts which depends on
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the far people so that they can understand the change process (Higgs and Rowland, 2005). The
change management model is given by Kurt Lewin which having 3 phases which includes
unfreeze, transition and freeze. By this model Tamkeen organisation can change the management
so that they can attain the success.
Unfreeze – In this person wants to change the need so that they can be presented to
people so that they have to get them so that they have to recognize the needs so that they can do
the proper changes and if problem occurred they have to solve that with the proper solution. The
company members have to create the pressure so that they can do all the movements properly
and proper communication can be done (Schreurs and Tiberghien, 2007). This model suggest the
best way so that they can motivate the employees to change the process in Tamkeen
organisation. The employees have to fill the gaps between the current and desired states and have
to convey the changes to all the team members so that they can attain the better results so that
they can fulfil the expectations of the company by doing the proper operations and functions and
they have the confidence that they can do the proper changes ion the entity so that they can attain
the success in the competitive market. They have to do the proper changes by attaining the right
information then only company capture the position in the market. They have to break down the
status so that they have to develop the new things. They have to use the failing system so that
they can maintain the order. The company members have to maintain the regular communication
so that they can not face any problem in doing the work. They haven to remove the barriers so
that they can change the process and also having the fears in terms of directing so that they can
do the proper changes. The company members always remain honest and have to fill the
feedback so that they can do the proper improvements where necessary. Along with this they
have to support the management so that they understand the need of the stakeholders (Fink and
Brayman, 2006).
Transition – In this the company members have to focus on the behaviour of the
individual so that they can do the proper changes so that they have to take place. There are
different stages so that they can do the changes and have to do the new things and they are better
from the previous one. This process is so lengthy and in this staff members feel comfortable in
doing the changes and all the staff members have to support the changes so that they can attain
the success in the competitive market. In this proper communication should be done among the
team members and the involvement is necessary of the all workers then only they can do the
13

proper changes. They have to address the changes so that they can have the barriers so that they
have the negative effects on the different people and have to keep the things real and it is related
to the business which is helpful in doing the changes (Fernandez and Rainey, 2006). They have
to provide the empowerment so that they can ready to do the changes. Along with this they have
to make the use of the milestones and measurements.
Freeze – Tamkeen organisation members have to follow the proper structure and
strategy so that they can do the improvements in the freeze phase. The company members have
to use the various ways so that they can do the proper changes. Along with this these changes
helps in the improvement in the entity by which they can attain then success. They have to
recognize and have to celebrate the success so that they have a standard part in the process of the
change. They have to establish the performance and have to improve the reward system so that
employees will get motivated so that they have to do the proper monitoring of the changes. They
have to review the meetings so that they can support the improved status and process (Beabout,
2010). They have to train the personnel where it is necessary and have to invite the involvement
in the process so that they can attain the success and achieve growth in the competitive market.
CONCLUSION
From the above report it has been observed that Tamkeen organisation that they have to
use the change management model by which they can do the changes so that they can attain the
success and along with they have to maintain the relationship in the entity so that conflict can not
occur and if they can resolved by using the proper skills and the resources. Along with this the
company members have to use the leadership style and theories which helps in attaining the
success in the competitive market. Tamkeen organisation have to do the proper communication
so that they can not face any problems and achieve the targets and growth.
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REFERENCES
Books and journals
Anderson, D and Anderson, L.A., 2010. Beyond change management: How to achieve
breakthrough results through conscious change leadership. John Wiley & Sons.
Barker, B., 2006. Rethinking leadership and change: a case study in leadership succession and its
impact on school transformation. Cambridge Journal of Education. 36(2). pp.277-293.
Beabout, B.R., 2010. Leadership for change in the educational wild west of post-Katrina New
Orleans. Journal of Educational Change. 11(4). pp.403-424.
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