Managing and Leading People: Change Management for Organizational Effectiveness

Running head: MANAGING AND LEADING PEOPLE
Managing and Leading People
Name of the Student
Name of the University
Author Note

1MANAGING AND LEADING PEOPLE
Table of Contents
Introduction:...............................................................................................................................3
Relationship between the Line Managers and the Leaders:.......................................................4
Chosen Key Practice: Managing and Leading the Change for the Organizational
Effectiveness..............................................................................................................................7
Management of the Change by the Line Managers of the Organizations:.................................8
Management of the Change by the Leaders:............................................................................10
Conclusion:..............................................................................................................................12
References:...............................................................................................................................13

2MANAGING AND LEADING PEOPLE
Introduction:
The modern business world is expanding in a significant manner over the years. With
the impact of the globalization, the free flowing exchange of the information across all the
sectors of the society is seen to be crucial for the business organizers in developing their
businesses. As the various aspects of the businesses in the modern world are seen to be
notably influenced with the impact of the globalizations, the generated ease in the business
conduction is considered to be the key factor in triggering the business organizations towards
the business expansions (Jordà,Schularick and Taylor 2017). As the effect of the
globalization influences many of the business organizations towards the business expansions,
the impact of it reduces the market monopoly as well.
As a result, the business market is seen to experience a significant increment in the
competition. The increment in the competitive nature of the market is forcing many of the
organizations to apply different strategies in their business which have the potential to
improve their business conduction and cope up with the increasing competitive environment
of the organization. The application of the strategies such as competitive pricing policy or the
improvement of the quality in the products and the services of the organization are observed
to be significant for the organizations. Adding to this, the improvement of quality in the
services of the employees in manufacturing the products and the services that the
organizations offer to the customers, are dependent on performances of the employees and on
the application of the quality improvement techniques from the part of the management of the
organizations (Goetsch and Davis 2014).
The application of the quality improvement techniques and the effective management
of the performances of the employees are considered to be major responsibility of the
managers of the organizations. The leaders of the organizations holds the power to manage

3MANAGING AND LEADING PEOPLE
the performances of the employees with the formation of the suitable strategies that have the
potential to improve the business conduction of the organizations. The paper is focused in the
elaboration of the topic of managing and leading the change for the organizational
effectiveness. The paper evaluates the relations between the role of leaders and the managers.
Apart from this, the paper offers an explanation regarding the key practices in managing the
change with an objective of improving the organizational effectiveness. Adding to this, the
paper discusses the activities or the operations that the managers or leaders conduct in order
to manage the organizational change with precise inclusion of the different models and the
techniques.
Relationship between the Line Managers and the Leaders:
The operation of the line mangers is to directly manage the employees of the
organization to effectively align their activities with the objectives of the organizations.
Along with the precise monitoring of the performances of the employees, the line managers
are responsible to report the higher authority regarding the progress of the organizational
performances (Bos‐Nehles, Van Riemsdijk and Kees Looise 2013). Adding to this, the
operations of the line managers are observed to include the effective management of the
resources for the achievement of the larger output. The general operations of the line
managers include efficient recruitment and the hiring of the talents, identifying the
developmental needs of the new recruitments and providing the much required training for
the new recruitments, effective allocation of the tasks with a precise focus on the expertise of
the employees of the organization, production of the feedbacks to the employees of the
organization to make sure that the employees be aware of the technique and the procedures to
identify their shortcomings and meet them with the appropriate formation of the strategies.
Adding to this, the line managers are also responsible for the effective communication of the
objectives of different departments to the employees along with the efficient evaluation of the